Predicative Index Behavioral Assessment

14 responses

  1. Andy McKenzie
    March 6, 2009

    Very interesting and I would say in large part correct. I wonder if the results from most people’s tests are so flattering.

  2. Ben Casnocha
    March 6, 2009

    I think these results always spin things in a slightly positive direction…. it’s easy to see some of these tendencies as double edged swords.

  3. Chuck
    March 6, 2009

    “For example, manager adminsters a test to subordinate, the test suggests subordinate avoids exerting authority and is introverted, manager concludes he’s not fit to be a leader, and the subordiate defers to the test and shelves any leadership aspiration.”

    Exactly. My work team of 7 had one of these assessments. The bosses cherry-picked results to reinforce the work roles we were already doing. “Yep, Chuck shows good analytical skills but doesn’t delegate well.”

    These types of test are always self-prophesizing since it only encourages employees to work on their strengths to the further detriment of their weaknesses.

    I understand the point of these types of assessments, employers like to know the aptitudes of their employees, but they often seem to me to be snapshots held static in time instead of tools for employee improvement.

  4. Toli Galanis
    March 6, 2009

    Thanks for putting this out there Ben. I have taken the Kolbe test, and I may take this one as well.

    In response to Andy’s comment, I would say I prefer these type of tests because they highlight what you are best at even with the flattering tone. You can then spend your time on your unique abilities, and delegate everything else.

  5. Toli Galanis
    March 6, 2009

    Chuck,

    On the other hand I think these studies work well if you use them for preselecting employees, which is always more cost effective than having to train somebody in something they won’t be good at.

    Studies of top performers show that they spend most of their time improving their strengths and letting somebody else cover their weaknesses.

    If anything, it should be a valuable tool to look at for an entrepreneur or hiring manager before hiring somebody.

  6. Chris Yeh
    March 6, 2009

    Yo, can you hook me up with a test (provided I don’t have to go to San Francisco)?

    Also, is Frederic any relation to Susan?

  7. Aubrey
    March 7, 2009

    I have taken and currently use the Predictive Index by PI Worldwide (www.piworldwide.com). It is such a great tool for creating and managing teams. As a project manager, this is a critical tool in my place of business.

  8. Dan Erwin, PhD
    March 7, 2009

    Ben: Three caveats:
    –the test is a snapshot of you on the day taken.
    –Individual psychology focuses on the actor’s dispositions, ignoring impact of differing contexts on behaviors–the fundamental attribution error–see Gladwell article, or the standard discussion in Nisbett and Ross, Human Inference…
    –re your comment on “underplaying”–research indicates that we tend not to view ourselves accurately, nor are we good at accurately perceiving how others see us–in effect, we all have a self-serving bias–myself included (even though I’m not really certain that includes me! ha)

    http://www.danerwin.com

  9. Frederic Lucas-Conwell
    March 9, 2009

    I enjoyed giving your Predictive Index feedback Ben. PI is more a management tool, a workshop and a system than purely a tool for career counseling, although it is used as such in many large organizations.

    Personality assessment and people evaluation are very dense subjects, still in their debut. We develop PI in organizations by giving a two to three day workshop. Partly the reason is that there are hundreds of questions to answer and at the same time we want to remain focused on practical business applications.

    How can one be predicted to act in his or her life and in the business world? We all have to make our best guess, not only when reflecting on our future path or career, but particularly when being in a position of managing people, from one person to thousands. What do the words ‘personality’ and ‘acting’ mean? What is the influence of the culture, DNA, what goes on in the brain, our language or personal history ? Why should we know? Keep challenging.

  10. Andresito
    March 11, 2009

    Hi Ben,

    So what is your conclusion on yourself?

    Does it really describes you? or is it like having a “positive” horoscope? where you listen what you want to listen.

    Btw, I think I’m the only one that watches more than twice your thinkdifferent videos, lol

    specifically No.1 and 3

    It will be awesome to hear you have a chat with Scott Young.

    take care,

    Andres

  11. Ben Casnocha
    March 11, 2009

    I think it captures some truth in who I am, for sure, but as I mentioned in
    the post, a quick assessment like this can only go so far.

    Thanks for watching TDTV!

  12. Sara
    May 19, 2009

    This is an interesting topic. I would be curious in what the test results would be for my personality. When searching for jobs in the past, PEO have you take assessment tests before any interviewing takes place. Some of these employers have contacted me back, while others have not. It would be interesting to find out what the test results were, and if they were as in depth as the results for the Predicative Index test.

  13. Predictive Index Consultant
    May 20, 2010

    If you want to learn more about
    Predictive Index, you can visit http://www.predictiveresults.com or piworldwide.com.

  14. Tina
    August 18, 2016

    Is there a list of careers that are associated with the predictive index scores to help steer job seekers in the right direction?

Leave a Reply

 

 

 

Back to top
mobile desktop